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Treat Hiring Like A Product, Not A Function
Would your company survive if a key team member was hit by a bus?
It’s a question my mentor asked me several years ago. My answer was NO. I had a shaky executive structure heavily reliant on me and a poor recruiting strategy with the “always in a rush to hire” mentality.
Companies treat hiring as an urgent need, not a systematic process crafted like sales strategies.
The people strategy needs as much attention as the sales strategy.
Develop your companies strategic depth. In sales, you should never have more than 20% of your profit generated by one client.
The same is true for employees, including the CEO. Are you prepared if they get hit by a bus? Build strategic depth at every level of the organization while not overhiring.
Expose your companies brand. If you’ve designed the perfect brand image, tease that into your employer’s brand image. Make future candidates feel something.
Create a recruiting marketing campaign. If you craft the perfect marketing campaign to generate inbound leads, adopt the same approach for recruiting. Update it, scale it but never turn it off.
Plan to develop all your growth players. Show your team how they ascend to different levels in the organization. Your team…
